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& belonging

Diversity, Equity, Inclusion 

BELONGING IS THE GOAL. Belongingness is an important emotional need that involves being an accepted member of a group. People are wired with a desire to belong, and to belong to something greater than themselves. In the work context, the sense of belonging is enhanced or stifled by organizational norms regarding social interaction. If not embraced for who we are, our desire to fit in with colleagues, peers, and others may compel us to hide our true selves. This dynamic may lead to a lack of internal diversity and equity.


Because diversity is about more than the differences we can see, stifled belongingness can lead to homogeneous thought patterns – a creativity and innovation killer. In fact, a lack of diversity is statistically proven to have a depressing effect on a company's bottom line. 


Let Avery+Madisson help your organization assess your current state of belonging. We’ll conduct disparate impact analysis and then support your efforts to close the gap where and if any are identified.

Diversity, especially racial diversity, is based on the facts: the numbers are what they are. Inclusion is a

choice: you decide whether to include someone or not. But BELONGING is an experience that must be cultivated. it is found and sustained within intentional, purpose-filled cultures.

disparate impact analysis

Unlike disparate treatment, which is intentionally discriminatory in nature, disparate impact is more subtle and can happen without effort. Disparate impact occurs when policies, practices, rules or other systems that appear to be neutral result in a disproportionate impact on a certain population within a larger group.  


Let us help your team eliminate your risk by identifying any areas where disparate impact is present or may occur.

Unconscious bias & microaggression solutions 

We all have beliefs about various other social and identity groups that originate in a very human tendency to organize the world around us into categories. These beliefs are often not in our conscious minds; they are unconscious biases.


Whether intended or not, bias is considered a prejudice for or against something, someone, or a group. These biases typically manifest in decision-making and other actions and can lead to unintended outcomes, including microaggressions toward others. These outcomes are common and far more widespread than those created by conscious bias. In a work setting, unconscious bias can undermine organizational goodwill and intent. 

  • Biases are conscious or unconscious, and are not limited to ethnicity race, gender,  physical abilities or religion.  

  • Unconscious biases are social stereotypes about a certain group of people that forms outside of one's awareness.

  • Biases may be held by an individual, group, or institution and can have negative or positive consequences.

A survey by glassdoor of 1,100  u.s employees found that 61% of U.S employees had witnessed or  experienced workplace discrimination.

a+M will help your team

  • Determine whether there is congruence between organizational values and prevalent organizational behavior

  • Identify areas of acute need and vulnerability

  • Develop and implement effective action plans and interventions to minimize the impact of unconscious bias

Your DEI&B partner


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